Published - Fri, 03 Mar 2023

SPHR Questions - Part 85

1. Which of the following Acts requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off?

A) WARN act
B) OSHA
C) FLSA act
D) VEVRA act

2. The marketing director needs to hire a replacement for the marketing coordinator, who is being promoted. The position has changed quite a bit since the last time the job was advertised, and the director is looking to HR to assist in redefining the job requirements so the recruiting process can begin. Which of the following be used in determining the job requirements?

A) Candidate profile
B) Job specifications
C) Job description
D) Job competencies

3. Professionals, craft workers, and laborers/helpers have what in common?

A) They are all examples of protected-class individuals.
B) They are all job categories on the EEO-1 report.
C) They are all classifications for defining exempt workers.
D) They are all examples of types of labor unions.

4. Which of the following allows two people with complementary skills to share the duties and responsibilities of a full-time position?

A) Job sharing
B) Internship program
C) Workforce expansion
D) Merger

5. Which of the following acts requires federal contractors or subcontractors with contracts of $25,000 or more to list all nonsenior management job openings with state employment agencies?

A) Executive Order 11246
B) The Vietnam Era Veterans' Readjustment Assistance Act of 1974
C) The Rehabilitation Act of 1973
D) Executive Order 11375

1. Right Answer: A
Explanation: Answer option A is correct.Chapter: Workforce Planning and EmploymentObjective: Organization Exit/Off-Boarding Processes

2. Right Answer: A
Explanation: Answer option A is correct.The candidate profile is developed after the job requirements have been determined, beginning with the job description and developing the competencies (broad requirements of the position) and the specifications necessary for successful performance. Job competencies (D) identify skills and qualities beyond tasks and responsibilities specific to the position that help determine how well a candidate will fit into the work group, such as team orientation vs. individual contribution or ability to learn new skills quickly. The job description (C) provides the tasks and responsibilities that must be accomplished. Job specifications (B) define the job- specific KSAs that will be needed for success in the position.Chapter: Workforce Planning and EmploymentObjective: Review Question

3. Right Answer: B
Explanation: Answer option B is correct.The EEO-1 report requires employers to group jobs into job categories based on average skill level, knowledge, and responsibility. Exempt workers are defined by professional, executive, and administrative exemption criteria (C), and these are not examples of the protected class groups under federal law (A).Chapter: Workforce Planning and EmploymentObjective: Review Questions

4. Right Answer: A
Explanation: Answer option A is correct.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning

5. Right Answer: B
Explanation: Answer option B is correct.State employment agencies are required under VEVRAA to give priority to Vietnam-era veterans when providing referrals to job openings. The act further requires that contractors and subcontractors meeting certain criteria list all job openings with these same state agencies. The Rehabilitation Act of 1973 prohibits discrimination against veterans of the US armed services, and the executive orders prohibit discrimination in employment by federal contractors, sub-contractors and the government.Chapter: Workforce Planning and EmploymentObjective: Review Questions

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